Category: PDJ

Wellness and health are very important values at Akraya. Our mission statement is “People Come First.” This reflects the quality of talent we place as a staffing company but also our attitude towards our employees and their well-being. The cornerstones of our wellness program are three simple words: Prevent, Educate, and Balance.

At CSC, our people are essential to business success. In an attempt to create a healthier employee population, CSC piloted an exercise initiative in the U.S. called the “CSC Walking Challenge” in 2010. The program leveraged the company’s partnership with the American Heart Association (AHA), using their online tool to track individual and team progress.

When Northrop Grumman embarked on an employee engagement initiative, our business sector sought to develop a broader, more holistic approach to the engagement model.

At MetLife we believe that good health enables associates to be their best personally and professionally. We’ve made wellness a priority, helping associates modify risk factors and minimize complications of chronic conditions, improving their health while helping us avoid costly medical claims and boost productivity.

Diversity charters are initiatives to which companies voluntarily adhere to as a sign of commitment to accepting, appreciating, and integrating diversity within their corporate culture. They operate mostly as private initiatives of companies collaborating with the administration and social agents to create awareness regarding the benefits of diversity.

Companies seeking senior leaders today nearly always make diversity a top priority—except for gender diversity—and few things pain me more than that exception. Over hundreds of high-level executive searches conducted by our team, even enlightened and inclusive employers routinely say that “gender is not really the issue.”

By Nadine VogelPresident, Springboard Consulting LLC What’s the number one “D” word being discussed among D&I professionals? If you’re thinking disability, you’re close, but actually, it’s disclosure—and it’s a discussion taking place around the world. No matter the country, whether there’s disability legislation but no formal disability hiring quotas such as in the U.S. or… Read the full article

We see signs that the emergence of the performance/execution focus can accelerate diversity management progress, while at the same time the increasing influence of personal relationships is continuing to derail many efforts.

The focus of employee resource groups needs to move beyond group to an individual talent discussion. Instead of focusing on barriers that only impact my group, the focus must evolve to identify barriers to becoming the employer of choice for all.

There is a whole new dimension of diversity—from traditional to adoptive, step and multicultural to single and gay families. The very notion of “family” offers diversity practitioners some degree of ownership through their personal experiences of family.